Posted in Bite size learning, Goals, Leadership, Management, motivation, Relationships

The Main Thing…

“Keep the Main Thing the Main Thing” from the book Monday Morning Leadership by David Cottrell.

The Main Thing is people’s purpose and priorities. People have different perceptions of what the Main Thing is. If as a Leader you are not clear on The Main Thing, people will leave. People quit people before they quit companies.

Simon Sinek says “Start with Why” ask your team members “Why do you come to work? what is your driver. His argument it is not what you do? but most importantly why you do it? To create a culture of trust there needs to be harmony as to how you do it? This is where you establish core values of working together. These three areas Why/How/What create Simon Sinek’s golden circle, but always starting with Why.

To identify the Main Thing break it down by using the language of strategy:-

Vision – defining where you want to be in the future

Mission – The purpose of your business (The Why and the Main Thing)

Strategy – The direction of each department eg. Finance/Marketing/Operations – that leads you to mission & vision.

Objectives – Team and individual objectives that fit into the strategy

Tasks – things that you do everyday that lead to the objectives

Values– guiding principles of how you want to work with each other

When you define each of the areas think about companies you want to replicate and companies that you are opposed to being. Love and hate elicit powerful reactions and help position where you do want to be.

A simple team exercise is to ask every team member “What is the Main Thing…? the response to the blank space will be very varied and your role as a Leader is to get clarity.

Please do get in touch we are running the “Main Thing” workshop on Thursday 26th August 2021 @ 10.00am (90 minutes) at a cost of £40 per delegate. bev@nuggetsoflearning.co.uk

Posted in Bite size learning, motivation

Motivation levels & Gaming

Games are designed around the basis of DDA (dynamic difficulty adjustment) the balance between ability and challenge.

What is the comparison to motivation, are we in a flow state when we get the perfect level of capability and challenge.

When you are gaming they talk about levels of immersion:-

  • engagement
  • engrossment
  • total immersion

In organisations we talk about employee engagement and almost think this is enough, however the conversation at one to ones needs to be around specific projects and levels of immersion. Understanding a team member was engrossed or having a chat around what total immersion might look like.

Motivation is described as entering a flow state and this is what gaming does for the player, takes them somewhere else. It can be a journey away from boredom or anxiety or to pure elicit enjoyment. Gaming is often associated with relaxation and escapism.

Often games are set up with static difficulty where the player has to make the decision on the level of difficulty before the game starts. Individuals do this in work, putting themselves forward for roles or not putting themselves forward. Managers need to identify potential to push team members forward so that they are not held back by their own decisions on their capabilities.

Ideally the gaming industry know there is a fine balance of Dynamic Difficulty and Static Difficulty. To retain the players engagement they have to feel that they made the choice, but they want to be immersed and in the game by the challenge.

Think about your team members and decide how many choices they have and how much challenge they need.

Please do ge t in touch for a team 90 minute workshop or one to one coaching bev@nuggetsoflearning.co.uk

Posted in Bite size learning, Change management, coaching, Leadership, Management, motivation

Key ingredients for a coach…

Right Mindset

Sport is an obvious setting for a coach and very easy to understand their role, they are helping the athlete reach their full potential. The results are tangible and the competitive environment of achievement makes it a very conducive to getting in the right mindset. In business the same willingness is required of a coach to identify with the client their talents so that they can achieve extraordinary results. The goals might be less obvious but it is the role of the coach to empower and inspire the client to achieve. The coach must have the right mindset of believing in the development of the individual.

Listening in the moment

During the pandemic it has been really important to have a coach with the speed of the transformation of work. Understanding the levels of adaptability and working with other life commitments. The coach listens and understands what is important to you at that moment in time.

Empowering

Coaching definitely empowers employees to do their own thinking, by providing space and time. The coach is always listening and never uses any “tell” language, they are inquisitive and encouraging. They never judge and clear their own minds ready to listen without prejudice. Empowerment drives engagement, and subsequently self direction which is a driver to innovation. Studies show that engaged employees make companies more profitable, so therefore engagement drives performance.

Empathy

Empathy is the cornerstone of good coaching, “It is not about you!!!”. Understanding the persons perspective at that moment in time is what it is all about.

Energy

The coach must be like a battery pack, of giving the client a boost, a belief in their talents and capabilities. Their energy levels can be conveyed through their language and the levels of encouragement they give the client.

Accountability

The most important ingredient is to be there as a coach, check-in on their actions and ideas, hold them accountable to what they discussed the last time. Understand why they have not made the change and how they feel if they have made a change. This can be tangible actions and tasks, however it may well be a behavioural change which is where the Coach can play their most pivotal role.

Coaching is transformative and if you put in the right ingredients in and believe in the ability to evoke a change in anyone you will be amazing.

Please do get in touch to book your first coaching session bev@nuggetsoflearning.co.uk

Posted in Bite size learning, Emotional Intelligence, Goals, motivation, Relationships, Stress management

Employee centric culture…

“It’s not about being easy on your employees or expecting less from them. High-trust companies hold people accountable but without micromanaging them. They treat people like responsible adults” – Paul J Zak – Neuro science of Trust

The quote above gives the foundation of an employee centric culture it must come from a layer of trust. Zak outlines in his article the eight behaviours he believes create a high trust culture:-

  1. Recognise excellence – this works best when it is tangible, unexpected, personal and publicly recognised
  2. Induce “challenge stress” – a goal that is achievable, with a stretch element and you can chart progress
  3. Give people discretion in how they do their work – autonomy
  4. Enable job crafting – don’t confine people by job titles
  5. Share information broadly – no informations creates uncertainty and breaks trust
  6. Intentionally build relationships – focus on people rather than tasks
  7. Facilitate the whole person growth – adopt a growth mindset and look beyond where they are now
  8. Show vulnerability – as a Leader demonstrate humility

Zak’s work involved measuring levels of oxytocin, which gives an indication of trustworthiness. In a small rodent brain oxytocin is released if it is safe for another rodent to approach. If the animal was scared it inhibits the release of oxytocin. His studies on humans proved that stress inhibits oxytocin and the antidote is empathy. The basis of empathy is a “damn good listening to”, going beyond just actively listening to empathetically listening. This means absorbing the content intellectually and emotionally.

Brene Brown also advocates that trust is a foundation from her book Dare to Lead. She states very clearly that you can’t have courage without vulnerability. In order to run or rumble with vulnerability you have to have tough conversations, which are best placed if there is a layer of trust. Employees should live into their own values and the values of the organisation. She uses a mnemonic of BRAVING as detailed below:-

Boundaries: You respect my boundaries, and when you’re not clear about what’s okay and not okay, you ask. You’re willing to say no. 

Reliability: You do what you say you’ll do. At work, this means staying aware of your competencies and limitations so you don’t overpromise and are able to deliver on commitments and balance competing priorities. 

Accountability: You own your mistakes, apologise, and make amends. 

Vault: You don’t share information or experiences that are not yours to share. 

Integrity: You choose courage over comfort. You choose what is right over what is fun, fast, or easy. And you choose to practice your values rather than simply professing them. 

Nonjudgment: I can ask for what I need, and you can ask for what you need. We can talk about how we feel without judgment. We can ask each other for help without judgment. 

Generosity: You extend the most generous interpretation possible to the intentions, words, and actions of others. Generosity is closely related to judgment and is in fact the opposite. 

In summary Brene Brown says that organisations need to cultivate a culture of brave work and tough conversations.

Think about how you are embracing trust within your culture and put your employees first.

Please do get in touch for a workshop on the content above, called “It’s good to share, talk and listen…” bev@nuggetsoflearning.co.uk

Posted in Bite size learning, coaching, Leadership, Management, motivation, Relationships, training

It’s good to share, talk and listen…

Without contriving and formalising how can you encourage your team members to share more. Developing good listening skills and providing space physically and mentally where they can talk.

However is the starting point with their own confidence, do they believe they have anything to share. What is their story do they believe they have a relevancy and ideas to contribute. Every team member needs to feel valued and appreciated and then they will believe they have a platform to speak.

The first myth to blow is that information shared needs to be knowledge based. The difference between knowledge and wisdom goes some of the way to demonstrating we all have something to share.

  • Knowledge is knowing that a tomato is a fruit
  • Wisdom is knowing not to add the tomato to a fruit salad

Everyone has some wisdom or an experience worth sharing, more often than not, learnt from a failing. Some-one else’s failure could be the key to several others learning. Creating a culture where “wisdom of mistakes” becomes the buzz will lead to a transparent and open culture.

Stepping out of comfort zones, will blow away layers of hierarchy. Peer to peer sharing and in addition reverse sharing, the most junior sharing with Senior Leads.

Several companies have tried to formalise how they share knowledge, such as Estee Lauder creating “Dream Space” knowledge sharing portal. The success is creating an online platform, however the space might not lead to meaningful relationships.

The secret is to create an informal environment where everyone feels comfortable sharing, however some clever set up that it becomes natural and evolving.

Mentoring schemes in organisations are formalised and structured, however they take administration to set up. The sense of belonging to the organisation’s existing culture might inhibit and deter the people you want to encourage to share, the voices that don’t get heard.

Just as you ask some-one “How are you?” the response will be “fine thank you”.

You want something more than “fine”, you desire and crave a community of people who are sharing their skills, expertise, knowledge and ideas that are so much more than just fine.

Get personal you want to talk, listen and share. If a work community is going to grow together it has to be a common currency and the norm where you listen, talk and share. There will be a phase where it feels contrived however you are striving for an environment where it feels normal and acceptable that you have a coffee and a catch up with the CEO whatever your level.

Imagine your company is a coffee shop where the tables are always full and you circulate around.

It’s good to share, talk and listen – please do get in touch for a virtual coffee with bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Posted in Bite size learning, coaching, Decision Making, Goals, motivation, personal impact, Time management

Effortless & Enjoyable

Diving into a task and visualising it as being effortless and enjoyable is hard. I often practice the approach from Brian Tracey’s bestseller “Eat that Frog” that if you had to eat a live frog you would want to eat it as quickly as possible. However my procrastination kicks in, and I am often overwhelmed by the frog. I look at it for a long time and have no idea where to start.

There is another approach that comes from the book “Effortless” by Greg McKeown. He uses a acronym to put us in the right frame of mind for a project.

D.D.O.G.G.

Done – What does done look like?

McKeown says take 60 seconds to visual the moment of completion. What is the final action? Pressing the send button on an email, pressing upload on YouTube or closing your window on the Zoom meeting, or is it plate of food you have created.

Delete – What steps can I delete it?

Start looking at the piece of work from 0 and thinking what steps do you need to carry out. Minimise the steps by deleting and combining, fancy recipes often have ingredients you don’t have and the taste might not be affected. A project or task on paper looks a lot less scary than in your head.

Obvious – What is the obvious first action?

Once you have the momentum of starting you relax into the project or task. The need to identify the first step is crucial, you may have done this by mapping out your tasks. In the book McKeown gives an example of some-one needing bookshelves and the first task would be to measure the walls. It materialises the reason the task has never moved forward is the individual did not own a tape measure – the obvious first task would be to buy or borrow a tape measure.

Gradual – What gradual pace can I sustain?

Establish a rate of progress that you can sustain and will enjoy. If you have to walk 30 miles, visualising a mile a day for 30 days is sustainable, 2 walks at 15 miles might overwhelm you. To quote McKeown “Do not do more today than you can completely recover from by tomorrow”.

Grateful – What can I be grateful for?

If you were to run a marathon and only focus on the aches and pains, you would feel every step. You need to focus on what you are grateful for. You will be grateful to the support you are receiving the progress you are making. Think of every time you complain replace it with something you are grateful for, and your step will be lighter.

In summary if you enter an:-

Effortless State – believing you can achieve the task and you will enjoy it.

Effortless Action – your gradual progress at the right pace for you

Effortless Results – focusing on the gratitude

Please do get in touch for a bitesize workshop with nuggets or a colourful coaching session bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Posted in Bite size learning, Decision Making, Leadership, motivation, personal impact

nuggets – Start with Why?

Simon Sinek’s TED talk, asks us to look at our businesses and Start with why? Why do you do what you do? People will do business with you because of why you do it not because of what you do.

Why do you get out of your bed in the morning. I love my business and understanding why I do what I do is the easy part.

The test is the “celery test” do you do your Why everyday. Sinek says that if you want to start eating healthily then celery must be in your shopping trolley. So if you have the clarity of Why do you put it to the test everyday. The Why is made up of a contribution and an impact. At nuggets the Why is “Helping people to think and work differently (the contribution) so that they can enjoy their best life (impact). The celery test is making sure that I do this everyday.

The discipline of How is often that unique thing that your business does that sets you apart from your competitors. Mine is colourful learning, the most comments I get from delegates is the colourful materials and often the colourful clothing of “me”. The discipline which sounds an odd word to use, is all about the continuity. When I am tired and think do I need a flip chart or heaven forbid I decide to just wear black, that is when I am not being true to the How?

What we do? the really dull part and in a nutshell either your job title or the transactional side of the business. However successful businesses ensure that the What is consistent. So the processes and practises in place mean that any interaction with your business does look and feel the same. If you attend a coaching session with nuggets does it feel the same as a workshop.

Start with Why? is all about finding not creating. Your why is deep routed within you and is totally intrinsic to who you are.

It is harder to find the Why in larger organisations, however certainly not impossible and so good for teams. The Why gives you followers and motivates, inspires and meaning to their day to day jobs. In his workbook Finding your Why, Sinek says you can have several Whys within an organisation, described as nesting. Different departments have their own nests and there is an accumulation however somehow they all factor into the main contributions and impact of the company.

As an individual take time to think about Why you are getting out of bed. Start by thinking of verbs (doing words) something that is the contribution:-

  • Thinking
  • Provoking
  • Building
  • Learning
  • Sharing

Then think about what the impact of that contribution has on people you come into contact with throughout the day. This will be the celery test as to whether you are making difference and whether you really feel your Why?

We are running an open workshop over Zoom on Thursday 29th April at 10.00am GMT – Developing Emotional Intelligence the cost is £40 per delegate. Please do get in touch if you wish to secure a place by emailing bev@nuggetsoflearning.co.uk

Posted in Bite size learning, Emotional Intelligence, Goals, motivation, personal impact, Relationships

Developing you…

What shadow do you cast…? 

What memory do you want everyone to have of you? What do you leave in the room when you leave.  Be happy with the shadow that you cast and the memory that lingers in people’s minds. 

Brands pass from generation to generation with lasting memories.  Companies work hard to protect the image and ensure that the product and service is consistent.  As individuals we need to make the same investment in developing our own personal brand. When was the last time you booked a workshop for yourself, just about developing you.

We have an impact on everyone we meet and we are choosing how that is deployed. 

“About two years ago I realised I was no longer a person but a brand” Martha Stewart 

One of the first steps is to understand the key elements of emotional intelligence, from Daniel Goleman studies they can be broken into 5 key areas:-

  • Self Awareness
  • Self Management 
  • Social Awareness 
  • Motivation
  • Relationship Management 

From those areas you can then:-

  • Develop self confidence by practising assertive tools
  • Read the signals of non verbal and verbal behaviour
  • Create a frame of reference around your own personal brand 
  • Developing influencing skills
  • Managing relationships effectively 

This will give you:-

  • An awareness of your own inner signals and be able to manage your own emotions
  • Accurate self awareness on your limitations and strengths
  • Self confidence that is a authentic 
  • Able to create comfortable situations by using empathy 
  • Share your motivation with others and creating a personal brand
  • Meaningful connections 

We are delighted and excited to be launching our open workshops Developing You – There are 5 modules

  1. Developing Emotional Intelligence 
  2. Assertive Behaviour
  3. Communication Toolkit
  4. Personal Branding
  5. Influencing Skills 

You can attend the modules as a stand alone workshop or you can attend all 5 as a series, the first one is:-

Developing Emotional Intelligence
Date:- Thursday 29th April 2021
Time:- 10.00am (90 minutes)
Cost:- £40 per person per workshop
To book a place, please email bev@nuggetsoflearning.co.uk
All the details of the workshops are in the brochure just hit the link below:-
https://lnkd.in/dFHyR57

Please get in touch and explore “what shadow do you cast…?”

Posted in Change management, coaching, Leadership, motivation

Create a visual…

Working with my own coach recently we were saying how much my business has changed over the last year. Clearly nuggets is not alone in having to adapt to the times we are living through and working where the demand is.

The coaching practice was far more agile than the learning and development workshops. I was able to increase my client base with coaching due to less travelling time, and offer a far better service. My model now is to engage with clients as often as they need instead of having a very static model of monthly catch ups.

The zoom intimacy works very beneficially with coaching, as the intensity and the immediacy of messages is extremely motivational.

Times are now changing again, and I wonder whether people remember that I am “Famous for the workshops”. The core of the business was always delivering colourful memorable workshops and this has still been possible over Zoom, however a gentle nudge that we are still here for that service.

The other key touch point I have been immensely proud of, was the blog which during lockdown has reached a far greater audience than before. The topics have been relevant and timely and receive great feedback, however does everyone know they are there.

Motivational speaking has been the quieter side of the business, however I now have my own story of how to transform and adapt your business. (Happy to take bookings bev@nuggetsoflearning.co.uk)

Realising there was more than one touch point made me want to share with my audience all the different ways you can connect with nuggets. My brain works visually so I really wanted to capture this in a diagram something that was memorable.

The graphic at the top of the blog was created it shows how you can dial up a nuggets service, however at the very centre is why I do what I do?

Helping people to think and work differently

My graphic was created by GetAhead a team of virtual assistants so you don’t have to be an artistist or a graphic genius. Simply explain what you are trying to achieve and then pay some-one to create it for you.

Metaphors are also great for explaining where your business might currently be and how it has evolved, transformed since lockdown. The word agile has been slightly overused be more imaginative, were you a certain animal before to what you are now? As an example were you a horse running in the flat races and now you compete in the steeple chases (lots of hurdles and more runners) and you love it.

Please do get in touch if you would like any of the nugget services or if you want a coaching session on how your business has transformed.

bev@nuggetsoflearning.co.uk

Please do take a look at the website – we will shortly be delivering a public workshop over Zoom on Developing You.

http://www.nuggetsoflearning.co.uk

Posted in Bite size learning, Change management, Decision Making, Leadership, motivation, Relationships

Experiential space…

With the schools going back today, people are beginning to contemplate a return to the office. Leaders need to ask the right questions and begin to think how they want to use their space.

We want team members to have an experience and engage with the place in a new way. Do you have to associate the place with sitting at a desk. Will it be a social hub, with facilities that you need to host drinks, buffets and any form of get together. This new area could be a conference facility, spaces bigger for social distancing and large rooms without desks.

Social areas in offices are nothing new, however the change will be leaders will actively encourage time spent in them. Table football, pool and darts chances for individuals from different departments who may not have seen each other for a whole year to meet up.

The fixed desk might be old fashioned and the need to reconnect might mean switching every month.

Flexible working has worked and must be a pattern that everyone has the choice to continue with. The core hours of 9.00am to 5.30pm will be altered with people arriving at lunchtime and working in the evening, likewise the breakfast club could be the liveliest time of the day it will all depend on your culture.

The space can be used for well being events, encourage everyone to down tools and meditate, practise yoga or do a full on cardiac workout (air fresheners at the ready)!!! Lunch and learn can be so much more fun than a PowerPoint presentation, get departments to create board games of what they do, treasure hunts, book summaries the more imaginative the better.

We have been starved of opportunities to collaborate and connect spontaneously, so make this happen in the new world. Coffee and connect throughout the day, and with a new mix of people. Encourage this by providing creative tools such as white boards, post-its and most importantly good coffee.

Before everyone returns look at your space with “fresh eyes”, what would make the area more attractive and inviting. Watch the old classic “9 to 5” film with Dolly Parton where they reinvent the office space. If this is what you are aiming for ask employees to bring in house plants, photos and encourage a home from home atmosphere.

Theme your meeting rooms around your product or service, making spaces fun and connecting with your brand.

The place to start preparing is for Leaders to ask the key questions now…:-

  • How do you want to use the space?
  • How do you want to engage with it?
  • What are the multiple purposes of this space?
  • What rituals can you set up to make as many experiences as possible…?
  • When do you want to visit?

What will be sad is if the opening of office is dictated by leadership without buy-in from team members. This is an exciting time to reconnect and for your business to operate like it never has before, don’t be led by numbers or safe guarding, create an experiential new space.

For more ideas or for nuggets to facilitate a new space ideas session please get in touch with bev@nuggetsoflearning.co.uk.